A job satisfaction is one of the key factors affecting the employees performance in each and every organization. This research is focused on understanding the problem statement with the help of questionnaires. Job satisfaction describes how content an individual is with his or her job. It is a relatively recent term since in previous centuries the jobs available to a particular person were often predetermined by the occupation of the person’s parent. There are a variety of factors that can influence a person’s level of job satisfaction. Some of these factors include the level of pay and benefits, the perceived fairness of the promotion system within a company, the quality of the working conditions, leadership and social relationships, the job itself( the variety of tasks involved, the interest and challenge the job generates, and clarity of the job description/ requirements)

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INTRODUCTION
“A Study on Level of employee Job satisfaction in
Bharathi Associats Ltd”
Job satisfaction describes how content an individual is with his or her job. It is a
relatively recent term since in previous centuries the jobs available to a particular person
were often predetermined by the occupation of the person’s parent. There are a variety of
factors that can influence a person’s level of job satisfaction. Some of these factors
include the level of pay and benefits, the perceived fairness of the promotion system
within a company, the quality of the working conditions, leadership and social
relationships, the job itself( the variety of tasks involved, the interest and challenge the
job generates, and clarity of the job description/ requirements)
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Problem statement:
It is said that satisfied employee is a productive employee, any kind of grievance
relating to organizational or personal to a greater extent influence on the job.
So every organization is giving higher priority to keep their employees with
satisfaction by providing several facilities which improves satisfaction and which reduces
dissatisfaction.
Job Satisfaction is considered as a key issue by the entrepreneur where efforts are
taken and programs are initiated.
If an employee is not satisfied with the job there are chances for absenteeism, lob
turnover, lower productivity. committing of mistakes, diverting energy for different types
of conflicts keeping this thing in view all organizations are trying to identify the areas
where satisfaction to be improved to get out of the above dangers
In this connection a survey was conducted on behalf of “Bharathi Associates” to
identify the level of satisfaction in terms of strongly agree to strongly disagree on various
job related factors.
Hence the problem of the statement is “A Study on level of employee job
satisfaction”
Objectives
 To measure the job satisfaction level in bharathi associates.
 To know the present level of job satisfaction among the employees.
 To study the employees perception towards organization.
 To evaluating the importance and need of measuring job satisfaction.
 To study the attitude of the employees towards their work.
 To identify the factors that motivates the employees.
 To give suggestions for the growth & perspective of the company.
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Scope of the study
 Job Satisfaction is an important output that employees work for organization.
 It comprises of extrinsic and intrinsic factors and helps maintain an able and
willing work force.
 It is an interesting and significant area for conducting research.
 The study made on the topic of Job Satisfaction will reveal the factor of
feeling of employees.
 This report is useful to the management of the company to know the
satisfaction levels of employees and they can take measure to increase
productivity.
 This report may be useful to the coming management studies for reading,
and may be useful in preparing their report on the job satisfaction in business
concerns, public organization etc.
 The study is done to know the perception of the employees towards their job.
 The study conducted can help in giving some useful suggestion to the
organization.
Research Methodology:
Data Sources:
Primary Data:
The primary data was collected from the respondent by administrating a structured
questionnaire and also through observation, interview & discussion with management.
Secondary Data
Apart from primary data collected, the data collected through text books, the record
of Bharathi Associates limited, Journal from Library, Academic Report, and internet is
used for the study.
Sampling
Sample Population:
There are totally 500 employees working in the organization.
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Sample size:
Out of the total population, the sample taken amongst workers .i.e., 50
respondents.
Sampling Area :
The research was conducted at Bharathi Associates Ltd. Hassan.
Sample Method:
The research was made by the survey in accordance to the convenience of the
employees. So the employee type is convenient sampling.
Tools used for analysis:
Contact instrument
A structured closed- end Questionnaire is used and the type of questions
Contact Method
The research was conducted by using contact instrument like Questionnaire,
interview and observation. The information was collected from both plant works as well
as from management staff.
Data Analysis Techniques
The data is a analyzed through simple analysis technique. The data tool is
percentage method.
Percentage method is used In making comparison between two or sense of data.
This method is used to describe relationship.
Percentage of Respondent = No. of Respondents/ Total no. of Respondent X 100
Limitation of the Studies:
 The study is conducted only in Hassan.
 Due to the limitation of the time the research could not be made more detailed.
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 Due to the confidentiality of some information accurate response was not
reveled by some of the respondent.
 Some of the replies of the respondent may be biased.
 Respondent had marked the answer in questionnaires which may be socially
incorrect and irrespective of there actual feelings.
 Differences in perception of employees vary the accuracy of the findings.
 The study is limited by just one company.
 Due to time constrains it was not possible to conduct the survey of all the
employees & in depth analysis cannot be done.
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INDUSTRY PROFILE
2.1 Food Industry
The Indian food industry is estimated to be worth over US $200 billion and
according to the confederation of Indian industry (CII) is expected to grow to US $310
billion by 2015. India is one of the world’s major food products but accounts for less then
1.5 percent of international food trade. This indicates vast scope for both investors and
exports.
India is the world second largest producer of food next to China, and has the
potential of being the biggest with the food and agricultural sector. In this respect, the
country is endowed with a large production base for a variety of raw materials covering
food crops, commercial crops and fibers due to its varied agro-climatic conditions.
India is world’s largest producer of cereals and milk; second largest producer of
rice, wheat sugar, fruits, and vegetables; third in cotton; and seventh largest producer of
fish. Also, India has the highest number of plants approved by the US Food and Drug
Administration (FDA) outside the USA.
2.1.1 Food processing
Processed food market is the most important segment of the food industry
according for over 32 percent of the total food market. While India has on abundant
supply of food, the food processing industry is still nascent: only two percent of fruit and
vegetables; and 15 percent of milk are processed.
Despite this, the processed food industry ranks fifth in the country, representing
6.3 percent of GDP. It accounts for 13 percent of the country’s exports and 6 percent of
total industrial investment. The industry size is estimated at US $70 billion, including US
$22 billion of value added products. This sector has been attracting FDI across different
categories.
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2.1.2 Foreign Direct Investment
Foreign direct investment (FDI) in the country’s food sector is poised to hit the
US $-billion mark by 2010. In the last one year (2006) alone. FDI approvals in food
processing have doubled. The cumulative FDI inflow in food processing has reached US
$1.276 billion in March 2007, in which is 2.68 percent of total FDI inflows into the
country.
Many major multi-national companies like Coca-Cola, Pepsi, Britannia, Danone,
Nestle, Cadbury, Lever’s Kelloggs, Heinz, International Best Food, Walls, Perfetti, Van
Melle, etc have made their presence in India. At the same time many others are drawing
their plans to enter or expand their presence in the country:
· World’s largest beer company, Belgium-based InBev, is entering into a joint
venture with the R K Jaipuria group to market its flagship brands Stella Artois
and Beck’s.
· American giant Coca Cola plans to invest US $250 million in India in next three
years.
· The US-based private equity fund, new Vernon private equity limited (NVPEL)
has decided to invest US $ 11 million in Kochi-based masala major, Eastern
Condiments, the flagship company of Eastern Group.
· America’s largest chocolate and confectionery-maker Hershey is acquiring 51
percent stake in Godrej Beverages & Food for US $54 million.
The new wave in the food industry is not only about foreign companies arriving
here attracted by the prospective size of the market. It is also about the migration of the
made in India tag on food products traveling abroad. Indian food brands and fast moving
consumer goods (FMCGs) are now increasingly finding prime shelf-space in the retail
chains of the US and Europe.
2.1.3 Food Retail
One of the segments of the food that has been experiencing a growing interest has
been food retailing. At present, only 1 percent of the food items retailed In India flow
through the organized retail channel. But this situation is expected to change due to the
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following reasons:- changing lifestyle, increasing number of nuclear and dual income
families, changing consumer tastes, increasing disposable income among others.
Some of the players that have shown a keen interest in these segments are
Reliance, Tata, ITC Group, Lohias-promoted Indo Rama, Mumbai –based RK
Hospitality, Kishore Biyani with his Big Bazaar, RPG group. Currently, the size of the
domestic food retailing market is estimated to be US $6 billion.
2.1.4 Ready-to-eat food
The popularity of ready-to-eat packs and the bottom lines of eateries have a story
to tell. Eating out on longer marks a special occasion. Not only does the traditional eat-at-
home type prefer to eat out, he is very demanding too. He wants value for his money in
terms of quality and variety. No wonder, multi-cuisine restaurants are mushrooming even
in small towns. Italians, Mexican, Lebanese, and Cajun- the list is growing.
Corroborating this trend, Euro monitor international, a market research company,
says the amount of money Indian spend on meals outside the home has more then
doubled in the past decade, to about US $5 billion a year and is expected to double again
in about half that time.
Some of the major players in ‘Read to eat market’ are ITC Foods, MTR Foods,
Kohinoor, Amul, Rajbhog Foods Inc., Ethnic Kitchens and Taste Bite. According to the
ministry of food processing industry size of the semi-processed and ready to eat packaged
food industry is over US $1 billion and is growing at a CAGR of 20 percent.
2.1.5 US Food Industry Targeting India
Market sales of food and beverage retailing in the country have been placed at
$135 billion and growing at about 4-5% per annum. INDIA has a nascent but rapidly
transforming retail food industry that creates business opportunities not only for domestic
products but also for overseas exporters.
International attention is now increasingly focused on the rapidly growing Indian
food retail market. With the removal of quantitative restrictions on imports, Indian
consumers can have access to food from around the world. The largely export-oriented
US food industry is now targeting India for sales.
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When combined with key demographic trends of a fast-expending and wealthier
middle class; changing food consumption patterns; a realistic prospect of continued
robust economic growth over the medium term; and an increasing emphasis on
infrastructure investment, it bodes well for aggressive US suppliers interested in entering
one of the world’s potentially largest untapped market for consumer-ready food products.
Quoting industry experts, the report, intended essentially to inform prospective
American suppliers business opportunities offered by India, has placed the market sales
of food and beverage retailing in the country at $135 billion and growing at about 4-5
percent per annum.
Retailing is not yet a structurally organized industry in India, probably as a result
of poverty, regional diversity (ethnicity, income levels, marketing system, purchasing
behavior etc), and fragmented small agricultural production system, domestic policies that
limit inter-state commerce and inadequate infrastructure, the report pointed out.
Food products are sold by an estimated 6.5 million at small grocery stores, while
organized food retailing is limited to urban areas. Larger discount hypermarkets are
emerging in most major metropolitan offering increased value to price- conscious
consumers.
Market analysts believe that hypermarkets will determine the future of organized
food retailing over the short-to-medium term, the report pointed out adding that
traditional grocers are also gradually redefining themselves by increasing floor space, and
introducing self-service format and value-added service such as credit and home delivery.
2.2 Opportunities for Food Processing Industry in India
In India agricultural and dairy sectors have achieved remarkable success over the
last three and a half decades. Besides one of the world’s largest producers of food grains,
India ranks second in the production of fruits and vegetables and first in milk production-
providing much needed food security to the nation.
The accomplishments of the green and white revolutions have, however, not been
matched by concurrent developments in supply chain management, and in new
technologies for better processing, preservation, and storage of food. Pockets of shortages
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and near starvation, substantial wastages due to spoilage, quality deficiencies, and
inadequate returns to the farmer are still very much in evidence.
Increased urbanization improved standards of living and the convenience needs of
duel incomes families point to major potentialities in the food processing and marketing
sectors. This is also evident form the presence of several global foods giants and leading
Indian industrial enterprises in the country’s food processing sector, such as: Nestle India
Ltd, Cadbury’s India Ltd, Kellogg’s India, Hindustan Lever Ltd, ITC-Agro, Godrej Foods
and MTR Foods Ltd Besides, in the current globalized milieu, our surplus food
production, as well as the increasing preference for Indian foods need to be leveraged to
achieve economic, and strategic objectives through exports. The Food and Agriculture
Integrated Development Action (FAIDA) report (1997) prepared by McKinsey has
estimated that, driven by changing consumer preferences, the annual Consumption of
‘value-added’ foods alone would grow to Rs.2,25,000 crores by 2007-larger than the
entire manufacturing sector! A more recent report has stated an absolute revenue increase
of Rs.900 billion in food manufacturing between 1993 and 2000. This is in contrast with
Rs.150 billion and Rs.300 billion in the pharmaceutical and IT industries, respectively.
Overall, the value of the Indian food industry has increased from Rs.3.09 trillion
in 1993-94 to Rs.3.99 trillion in 2000-01. The segments with the largest growth potential
have been identified as dairy, wheat, fruits and vegetables, and poultry. This report has
also identified some of the major challenges for the emerging food industry in India.
2.3 Major challenges for the Indian food Industry:
· Consumer education the processed foods can be more nutritious.
· Low price-elasticity for processed food products.
· Need for distribution network and cold chain.
· Developments of marketing channels.
· Backward-forward integration from farm to consumer.
· Developments of linkages between industry, government and institution.
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2.4 Indian Agro Industry
2.4.1 Industry overview:
The Indian agriculture industry is on the brink of a revolution that that will
modernize the entire food chain, as the total food production in India is likely to double in
the next ten years.
As per recent studies the turnover of the total food market is approximately Rs.2,
50,000 crores (US $69.4 billion) out of which value-added food products comprise
Rs.80000 crores (US $22.2 billion). The government of India has also.
Approved proposal for joint ventures, foreign collaborations, industrial licenses
and 100% export oriented unit envisaging an investment of Rs.9100 crores (US $ 4.80
billion) out of which foreign investment is over Rs.9100 crores (US $ 18.2 billion). The
agricultural food industry also assumes significance owing to India’s sizable agrarian
economy, which accounts for over 35% of GDP and employs around 65 percent of the
population. Both in terms of foreign investment and number of joint-ventures / foreign
collaborations, the customer food segment has the top priority. The other attractive
features of the Indian agro industry that have the capacity to lure foreigners with
promising benefits in deep sea fishing, aqua culture, milk and milk products, meat and
poultry segments.
Excellent export prospect, competitive pricing of agricultural products and
standards that are internationally comparable has created trade opportunities in the agro
industry. This farther has enabled the Indian agricultural industry portal to serve as a
means by avail the benefits of agro related buy sells trade leads and other business
opportunities.
This Indian agro industry revolution brings along the opportunities of profitable
investment and agricultural-industry-india.com provides you the B2B platform with agro
related catalogs, trade leads, exporters & importers directory etc.
2.4.2 Gherkins Industry
Gherkins, like other processed vegetables from the group of pickles, are mainly
eaten together with meat products, either as a side-dish or as sandwiches.
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Gherkins are available in different seasonings and size and reflect the various in
taste of European consumer.
The German “Gurken”, for example, are larger in size than the “Cognitions”
available in France and are also marketed in slices.
The seasoning is “sweet-and-sour”, whereas the gherkins sold in France usually
do not contain any added sugar and sold whole.
There are six different sizes of gherkins available on the market, with the smaller
size mostly available through retail outlets and the larger used in the food industry and the
catering sector.
Global Green, a subsidiary of Ballarpur industries Ltd (BILT) clocks a turnover of nearly
Rs100 crore exporting gherkins and is on the constant lookout for innovations to add to
its basket.
2.4.3 Origin:
Cucumber was probably first pickled 4400 years ago in Mesopotamia. In India,
pickles were well-known by the Vedic period. Cucumber –pickling might have spread
through the Jewish Diaspora cucumber pickling was also known to the Ancient Greeks.
Caesar’s soldiers ate pickled cucumbers as health aids, and many other brine-soaked
foods were part of daily life in Ancient Rome. Cucumber pickling remained widespread
across the Levant and the Maghreb, where it is still very popular today.
2.4.4 Global demand for gherkins on the rise:
Gherkins general not found on Indian plates, gherkins – pasteurized cucumbers –
are a major dietary constituent to many in central or eastern European countries.
It is said that on the Czech Republic, if one order for meat and vegetarian food, a
slice of cow and two pickled gherkins would be served. Similarly, in France, pickled
gherkins are most sough after.
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COMPANY PROFILE
2.5 INTRODUCTION
The Bharathi Associates is a recognized EOU manufacturing, processing, and
supply of gherkins in bulk as also in retail packaging of two sizes.
Bharathi Associates is a partnership firm and a Nation concern of Bharathi
Trading and industrial firm which is involved in various activities such as Coffee Curing
and Exports, medical transcription, hospital, estate supplies and financing.
Bharathi Associates started its operation in 1997 with the main objective of
manufacturing and exporting of Cherkins processed in brine, acid and vinegar solution.
The factory is located at Boovanahally, on the national highway at the entry point to
Hassan Taluk, Hassan-573201, Karnataka state which is 5km away from the Hassan city.
During the year 2006-07 BA exports 6500 MT for a value of 200 million. The
organization has a ambitions plans for the current year 2007-08 has targeted total exports
of 8000 MT for a value of RS 250 million. The organization has a committed qualified
and capable operating team of 8 supervisors who performs under the guidance of top
management. Organization also has causal employees who are also provided right work
environment to ensure there well being and safety as also the product safety.
The firm got the EOU status in 1997 and started exporting its entire production to
various countries. The firm forces a good demand for there product in oversees market in
the ensuring years and planning to expand its business by purchasing new machinery for
grading and culling of green gherkins which will increase the production capacity to cater
the increasing oversees market dammed.
2.6 Nature of business carried:
Bharathi Trading and industrial firm which is involved in various activities such as
coffee curing and export, medical transcription, hospital, estate supplies and
financing.Bharathi Associates deals with processing of gherkins and exporting them to
countries like France, Germany and Russia etc. They process the products based on
customer requirements.
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2.7 Vision, Mission and Quality Policy
2.7.1 Mission:
· Customer is supreme.
· Better team work.
· Safe and hygienic product.
· Systematic organization.
· Environment friendly.
· Social responsibility.
· Constant improvement in quality.
· Respond to changes for better.
2.7.2 Strategy
Strategy is a plan an organization formulates to gain a substantial advantage over
the competition. Strategy is the art of dividing and employing a system of activity that
mobilize all resources towards valuable goals. It is the determination of basic long term
goal and objective of an enterprise, and the adoption of course of action and the allocation
of resources available for carrying out these goals.
2.7.3 Pricing Strategy
Price is an important element as it is revenue generating element of the
organization. All the decisions related to pricing plays an important role because demand
is inversely proportional to price. Price is a competitive weapon, price also determining to
profitability of the company. As a result pricing has become an important managerial
function of marketing.
2.7.4 Pricing Strategy of Bharathi Associates.
· Spot market analysis.
· Consistent buyers have influence on the pricing:- consistent buyers or large buyers
visits the field before the order and fixes the priced based on the situation i.e.
demand etc.
· Yield and supply of the crop also influences the price.
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2.8 Quality policy
Bharathi Associates follows proven quality process winning accoladesfrom
customer worldwide:
· Periodical analysis of pesticide residues, water.
· Daily inspection and analysis of all ingredients at delivery point.
· On-line inspection of products.
· Half-hourly analysis of temperature inside the jars.
· Analysis, tasting of finished product. Inspection of packaging materials.
It will consultant ensure products quality and safety as per our customer
requirements keeping in mind that the ultimate customers of our product are from all
category and strives to continuously improve our process through the entire chain of
production.
2.9 Product Profile
The product of the firm is Gherkins.
These gherkins are processed according to different tastes. The processed gherkins
are exported and they are sold in the foreign market under the below brand names;
Buyers name Brand names
Saman Diavania, paterson, hutor, perikostok,
bajavo.
Ritzeal mishrachi Vegda, Mikado, d v
Eurovission lutik
promotional Geos
German exports K classic, garteancurone.
2.10 Area of operation
The firm operates its gherkins business globally. The firm has built a strong
marketing network by associating with few leading gherkins bottlers across the world to
exclusively market the product. The company is exporting gherkins to Canada, France,
Spain, Holland, Russia and Belgium. Major part of production is supplied to Russia and
France.
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2.11 Ownership Pattern
Bharathi Associates is a partnership Firm. There are 10 partners of the firm.
The active partners are as follows;
· Mr. G.L. Muddhe gowda
· Mr.H.K.Kumarswamy
· Mr.G.N.Manjunath
· Mr.h.k.Mahendra
· Mr.G.M.Vinod
2.12 Management Team.
The management team of Bharathi Associats is headed by its chairman
G.L.Muddegowda, a savvy and respected entrepreneur with several successful ventures in
agro-processing, healthcare and medical transcription and now bpo to his credit.
Operations are headed by Mr. Vinod. A business management graduate, Vinod is
in charge of agri-procurement, processing and marketing. He has rich experience of well
over 20 years’ agri-based operations and agri-product processing and marketing.
Processing is driven by Mr.H.K.Mahendra a business management graduate who
brings with him an experience of well over 15 years in the agri-processing industry.
2,12.1 Staff
Bhrathi Associates Staff are classified as follows:
· Technical staff.
· Clerical staff.
· Production staff.
· Laborers.
2.12.2 Duties and Responsibilities
2.12.3 Technical staff
· Machineries check.
· Hygiene or Quality maintenance
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2.12.4 Clerical staff
· Accounting.
· Maintaining records.
2.12.5 Production staff
· Supervisory duties
· Raw material handling.
2.12.6 Laborers
· Grade checking.
· Washing.
· Filling.
· Packing
2.13 Processes:
· Bulk processing-Grading, sorting, washing, adding preservative, QC approval
Jars - Grading, sorting, washing, washing jars, filling gherkins and spices to jars, adding
flavors and preservative, metal detection, capping, vacuum testing, capping,
pasteurization, labeling, coding, QC approval
Process view in our factory
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Bharathi Associates follows proven quality processes winning accolades from
customers worldwide:
· Periodical analysis of pesticide residues, water
· Daily inspection and analysis of all ingredients at delivery point
· On-line inspection of product
· Half-hourly analysis of temperature inside the jars
· Analysis, tasting of finished product.
· Inspection of packaging materials
Although all our customers will testify to the quality of our services, don't just
take our word for it.
We at Bharathi Associates would be delighted to provide FREE samples of our
world-class products so you get a taste of our quality first-hand.
Does email or call us with the details of your organization and on your request we
will send you samples of our products that are relished the world over.
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2.14 Competitors Information:
The firm is facing the competition from 52 companies of the world. The major
competitors are;
· CALYPSO FOODS PVT LTD
· GLOBAL GREEN
· KEEN AGRITECH PVT LTD
· GREEN AGRO-PACT
2.15 Infrastructural Facilities.
Bharathi Associats modern plant in Hassan, Karnataka, boasts some of the latest
food processing equipment that includes:-
Grading machine, washing machine, conveyors, jar washer, preservative filling
machine, metal detector, capping machine, pasteurizer, labeling machine, coding machine
and a well equipment lab with facilities for analysis.
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2.16 Structure:
Chart representing organization structure of Bharathi Associates.
Organization structure
PARTNER INCHARGE
Director in charge Director incharge factory Direct incharge
agriculture & marketing Accounts
department
ProcessHygiene
department department
Agriculture Logisties
department department
Accounts Personnel
department department
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2.17 Chart representing Hygiene Department of Bharathi Associates.
Hygiene Department
DIRECTOR INCHARGE -FACTORY
Manager- Hygiene & Maintenance
Workers Foreman
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2.18 Chart representing Agri Department of Bharathi associates
AGRICULTURE DEPARTMENT
DIRECTORS INCHARGE
AGRI
Manager Logistic
Manager Agriculture
BuyersField Officers
Buying Assistants
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2.19 Chart representing accounts & personnel Department of Bharathi
Associates.
ACCOUNTS AND PERSONNEL DEPARTMENT
Partner Incharge Accounts and Personnel Department
Manager Accounts and Personnel Departments
Accounts Officer Officer Legal
Accountants Clerks
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2.20 Chart representing Quality Assurance department of Bharathi
Associates
QUALITY ASSURANCE DEPARTMENT
Director Incharge Factory
Manager Manager
Manager Chemical
Quality Quality
Quality Analyst(Acetic Acid) (Vinegar)
(Brine)
Chemical Grade Chemical Grade
Analyst Variance Analyst Variance
Checkers Checkers
Grade
Variance
Checkers
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2.21 SWOT Analysis
A SWOT analysis consists of evaluating a company internal strength and
weakness and its external opportunities and threats. The strategy must produce a good fit
between a firms internal capability and external situation.
A scan of internal and external environment is an important part of the strategic
planning process. Environment factors internal to the firm can be classified as Strength
(S) and Weakness (W), and factors external to the firm can be classified as Opportunity
(O) and Threat (T). Such analysis of internal and external factors is referred to as SWOT
analysis. The SWOT analysis has been useful tool for the industry. The process of
utilizing the SWOT approach requires an internal survey of opportunities and threats.
The following are the Strengths, Weakness, Opportunity, and Threats of Bharathi
Associats:
2.22 Strengths
· Lower cost of production:- As the labor available is cheap and are abundant.
· Decision making is fast as most of the decision authoritarian that is taken by
M.D alone.
· Bharathi associates have good employee employer relationship which is
helping in smooth running of the firm.
· Timely service
2.23 Weakness
· Competition is faced in each and every segment, so there is no monopoly.
· The product is new and not known to many people.
· Agriculture depends on climatic condition.
2.24 Opportunities
· The firm has on opportunity to introduce the product to local market in its
own brand name.
· The firm has the opportunity to diversify its business to some other
product.
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2.25 Threats
· Competition from both foreign and domestic companies.
· If the demand from the product in foreign countries falls the firm will
have to suffer loss
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REVIEW OF LITERATURE
The review of literature is conducted to analyze various factors for the job
satisfaction at Bharathi Associats Ltd HASSAN. The book and articles of various authors
are referred to find out the kind of methods which are suited for rating in job satisfaction
level.
The research as searched as many book on the job satisfaction on collects the
literature about the job satisfaction. To analyze the effectiveness of the job satisfaction
level in Bharathi Associats Ltd HASSAN. The information collected was confined to the
journals published about the human resource management.
The review of literature helped the research to conduct the survey in better and
extensive manner. It should also help the research for finding and getting deeper into the
topic. For this purpose and abstracting and indexing journals and published biographies
and unpublished biographies are first to go.
3.1 Introduction to Human Resource Management:
Modern organization setting is characterized by constant changes relating to
environmental factor and human resource. As regards environmental factor, we find
changes in the operating organizational structure, the networking procedures, customs or
norms and the economic, political and social patterns in which organization exist.
Moreover, there is constant change in human resources. New individual are being
employed with their new ideas and expectations while the existing workforce is
constantly changing vis-à-vis ideas, attitudes and values.
Although the change may provide solution to some problem, it may create several
new ones. There is an urgent need to understand these problems, anticipate them and to
find solutions to them. The responsibility to find out solution to the problem lies with ever
manager who has to be prepared to deal with different changes effectively through
educational and developmental programmers. Obviously, every manager is responsible
for management of human resource – of course with the advice and help of personnel
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department. Management of human resource is the essence of being a manager who has
to get things done through other. Specifically, his task relates to leading, mobilizing and
directing effort of people without which he can be a technical but not a manager. Thus,
every manager has to develop and maintain his competence in managing human resources
which have assumed utmost significance in modern organizations.
3.2 Definition
Human resource management is management functions that helps manager’s
recruit, select, train and develop members for an organization.
It focuses on the people in organization. Components of human resource are skills
knowledge value creative ability.
Human resource management While managing the human resource one has to
performance tasks like Employing the people Developing the resources Utilizing the
resource and compensating their services in tune with the job and organizational
requirements.
3.3 Importance of Human Resource Management:
The importance of HRM can be discusses under three stand points:
Social significance: management of personnel enhances their dignity by satisfying
their social needs. This is done by:
Providing suitable and most productive employment, which brings them
psychological satisfaction.
Making maximum utilization of the resources in the effective manner and paying
the employees a reasonable compensation in proportion to the contribution made by him.
1 Professional significance: By providing healthy working environment
2 it promotes teamwork in the employees. This is done by:
Marinating the dignity of the employees as a human being.
Providing maximum opportunities for personal dept.
2. Significance for individual enterprise: it can help the organization in accomplishing its
goal by:
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· Creating right attitude among employees through effective motivation
· Securing willing communication operation for achieving goals fulfilling their own
social and other psychological needs like love affection esteem.
3.4 Scope of HRM
The scope of HRM is in needed vast. All major activities in the working life or a
worker from the time of his or her entry in to an organization until he or she leaves –
come under the purview of HRM. Specifically the actives included are – HR planning,
job analyses design recruitment and selection, orientation and placement, training and
development, performance appraisal and job evaluation, employee remuneration,
motivation, communication, welfare safety and health, industrial relations and the like.
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3.4.1 For the sake of convenience all these functions in to seven sections
has shown in the figure.
Nature of
HRM
Prospects Employe
of HRM e Hiring
Human
Resource Employee
Industria Managem and
l ent Executive
Relations
Remunerat
ion
Employee Employe
Maintena e
nce Motivati
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3.5 HRM Functions
Human Resource Management must perform certain functions. These functions have
Been stated while outlining the scope of HRM.
3.5.1 Supporting function
· Training and development
· Appraisal
· Placement
· Compensation
· Assessment
· Employee relation
· Benefits
· HR planning
· Union management
3.6 Introduction to Job Satisfaction
The term job satisfaction is of almost significance from the standpoint of
employee moral. It refers to employees’ general attitude towards his work
Lock defines work satisfaction has a pleasurable are positive emotional state
resulting from the appraisal of one’s work experience the extent that a person’s work
fulfils his dominate need and his consistent with his exceptions and values the work will
be satisfying.
Job satisfaction refers to a person’s feeling of satisfaction on the job, which acts as
a motivation to work. It is not self-satisfaction, happiness or self-contentment but
satisfaction on the job
The term relates to the total relationship between an individual and the employer
for which he is paid. Satisfaction does mean the simple feeling-state accomplishing the
attainment of any goal the end-state is feeling accompanying the attainment by an impulse
of its objective. Job dissatisfaction does mean absence of motivation at work. Research
workers differently described the factors contributing to the job satisfaction and job
dissatisfaction.
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Hoppock describes job satisfaction as “any combination of psychological,
physiological and environmental circumstances that cause any person truthfully to say
that I am satisfied with my job”
3.7 DETERMINANTS OF JOB SATISFACTION:
According to ABRAHAM A there are two types of variables that determine the
work satisfaction of an individual.
They are
1 organization variables and
2 personal variables
3.7.1 Organizational variable:
3.7.2 Occupational level:
The higher the level of the work. The greater the satisfaction of the individual this
is because higher level work carry greater prestige and self control. People at higher level
work find most of their needs satisfied then when they are in lower level ones.
3.7.3. Work content:
The extent to which work provides the individual with interesting tasks.
Opportunities for learning and the change to accept responsibility will increase work
satisfaction.
3.7.4. Considerable Leadership :
People like to be treated with consideration. Hence considerable leadership
results in higher work satisfaction than inconsiderable leadership.
3.7.5. Pay & promotional Opportunities:
All the other things being equal these variables are positively related to work
satisfaction.
3.8 Work satisfaction will result if interaction is most satisfying i.e, when
1. It results in recognition that other person’s attitudes are similar to once own.
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2. It facilitates the achievement of goals.
3.8.1 Personal variables :
For some people, it appears most jobs will be dissatisfying irrespective of the
organization conditions involved, where has for others, most work will satisfying,
personal variable like age, educational level, sex etc., are responsible for this difference.
(a) Age:
Generally there is a positive relation between the two variables up to the pre-
retirement years and then there is a sharp decrease in satisfaction. An individual
aspire for better and more prestigious work in later years of his life. Finding his
channels for advancement blocked his satisfaction declines.
(b) Educational Level :
The higher the education, the higher the reference group which the individual
looks for guidance to educate his job rewards.
(c) Role Perception:
Different individual hold different perceptions about their role that is the kind of
activities and behaviors. They should engage in performing their job successfully.
The more accurate the role perception of an individual the greater is satisfaction.
(d) Gender:
There is yet no consistent evidences as to weather women are most satisfied with
their jobs than men, holding such factors has work and occupational constant.
One might predict this to be the case, considering the generally lower
occupational aspirations of women.
3.9 Importance to Worker and Organization
Frequently, work underlies self-esteem and identity while unemployment lowers
self-worth and produces anxiety. At the same time, monotonous jobs can erode a worker's
initiative and enthusiasm and can lead to absenteeism and unnecessary turnover. Job
satisfaction and occupational success are major factors in personal satisfaction, self-
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respect, self-esteem, and self-development. To the worker, job satisfaction brings a
pleasurable emotional state that often leads to a positive work attitude. A satisfied worker
is more likely to be creative, flexible, innovative, and loyal.
For the organization, job satisfaction of its workers means a work force that is
motivated and committed to high quality performance. Increased productivity the quantity
and quality of output per hour worked seems to be a byproduct of improved quality of
working life. It is important to note that the literature on the relationship between job
satisfaction and productivity is neither conclusive nor consistent. However, studies dating
back to Herzberg's (1957) have shown at least low correlation between high morale and
high productivity, and it does seem logical that more satisfied workers will tend to add
more value to an organization. Unhappy employees, who are motivated by fear of job
loss, will not give 100 percent of their effort for very long. Though fear is a powerful
motivator, it is also a temporary one, and as soon as the threat is lifted performance will
decline.
Tangible ways in which job satisfaction benefits the organization include
reduction in complaints and grievances, absenteeism, turnover, and termination; as well
as improved punctuality and worker morale. Job satisfaction is also linked to a more
healthy work force and has been found to be a good indicator of longevity. And although
only little correlation has been found between job satisfaction and productivity, Brown
(1996) notes that some employers have found that satisfying or delighting employees is a
prerequisite to satisfying or delighting customers, thus protecting the "bottom line." No
wonder Andrew Carnegie is quoted as saying: "Take away my people, but leave my
factories, and soon grass will grow on the factory floors. Take away my factories, but
leave my people, and soon we will have a new and better factory"
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3.10 FACTORS INFLUENING JOB SATISFACTION
sOURCES OF JOB SATISFACTION
Organizational Work environment Work itself Personal factors
factors factors
There are no. of factors that influence job satisfaction in an organization. A no. of
research studies have been conducted in order to establish some of the causes that result
in job satisfaction. These studies have revealed consistent correlation of certain variables
with the job satisfaction. These factors are given below:
3.11 Organizational factors :
3.11.1Salaries and wages :
Wages do play a significant role in determining of satisfaction. Salaries and wages is
instrumental in fulfilling so many needs. Money facilities the obtaining of food, shelter,
and clothing and provides the means to enjoy valued leisure interest outside of work.
More over, salary can serve as symbol of achievement and a source of recognition.
Employees often see pay as a reflection of organization. Fringe benefits have not been
found to have strong influence on job satisfaction as direct wages.
3.11.2 Promotion chances: Promotion chances considerably affect the job satisfaction
because of the following reasons:
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Firstly, promotion indicates an employee’s worth to the organization which is highly
moral boosting. This is particularly true in case of high level jobs.
Secondly, employee takes promotion as the ultimate achievement in his career and when
it is realized, he feels extremely satisfied.
Thirdly, promotion involes positive changes e.g. high salary, less supervision, increased
status etc which enhances job satisfaction.
3.11.3 Company policies : Organizational structure and policies also play an important
role in affection job satisfaction of employees. An autocratic and highly authoritative
structure causes resentment among the employees as compared to a structure which is
more open and democratic in nature.
3.12 Work environment factors:
1). Supervision :
Two dimensions of supervisor style:
· Employee centered or consideration supervisors who establish a Supportive
personal relationship with subordinates and take a personal Interest in them.
· The other dimension of supervisory style influence participation in Decision
making, employee who participates in decision that affect their Job, display a much
higher level of satisfaction with supervisor an the Overall work situation.
2). Work group :
The nature of the work group or team will have effect on job satisfaction in the following
ways:
· A friendly and cooperative group provides opportunities to the group members to
interact with each other.
· The work group group will be even stronger sources of satisfaction when
members have similar attitudes and values.
· Smaller groups provide greater opportunity for building mutual trust and
understanding as compared to larger groups.
Thus, group size and quality of interpersonal relations within the group play a
significant role in workers satisfaction.
3).Working condition:
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The employees desire good working condition because they lead greater physical
comfort. The working conditions are important to employees because they can influence
life outside of work. If people are require to work long hours and / or overtime, they will
have very little felt for their families friends and recreation outside work. So the working
conditions inside the organization should be favorable.
Along with pay, the content of the work itself plays a very major role in
determining how satisfied employees are with their jobs. By and large, workers want jobs
that are challenging; they do want to be doing mindless jobs day after day. The two most
important aspect of the work itself that influence job satisfaction are variety and control
over work methods and work place.
In general, job with a moderate amount of variety produce the most job
satisfaction. Jobs with too little variety cause workers to feel bored and fatigue. Jobs with
too much variety and stimulation cause workers to feel psychologically stressed and
‘burnout’.
· Job scope: It provides the amount of responsibility , work pace and feed back.
The higher the level of these factors , higher the job scope and higher level of
satisfaction.
· Variety: A moderate amount of variety is very effective. Excessive variety
produces confusion and stress and too little variety causes monotony and fatigue
which are dissatisfiers.
· Lack of autonomy and freedom: Lack of autonomy and freedom over work
methods and work pace can create helplessness and dissatisfaction.
Employees do not like strict supervision.
· Interesting work: A work which is very interesting and challenging and gives
status , provides satisfaction to the employees.
· Role ambiguity and role conflict also lead to confusion and job job dissatisfaction
because employees do not know exactly what their task is and what is expected of
them.
3.13 Personal factors:
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· Age and seniority: With age, people become more mature and realistic and less
idealistic so that they are willing to accept available resources and rewards and be
satisfied about the situation. With the passage of time , people move into more
challenging and responsible positions. People who do not move up at all with time
are more likely to be dissatisfied with their jobs.
· Tenure: Employees with longer tenure are expected to be highly satisfied with
their jobs. Tenure assures job security , which is highly satisfactory to employees.
They can easily plan for their future without any fear of losing their jobs.
· Personality: Some of the personality traits which are directly related to job
satisfaction are self assurance, self esteem, maturity , challenge and responsibility.
Higher the person is on Maslows needs hierarchy , the higher is the job
satisfaction. This type of satisfaction comes from within the person and is a
function of his personality.
3.14 Creating Job Satisfaction
So, how is job satisfaction created? What are the elements of a job that create job
satisfaction? Organizations can help to create job satisfaction by putting systems in place
that will ensure that workers are challenged and then rewarded for being successful.
Organizations that aspire to creating a work environment that enhances job satisfaction
need to incorporate the following:
· Flexible work arrangements, possibly including telecommuting
· Training and other professional growth opportunities
· Interesting work that offers variety and challenge and allows the worker
opportunities to "put his or her signature" on the finished product
· Opportunities to use one's talents and to be creative
· Opportunities to take responsibility and direct one's own work
· A stable, secure work environment that includes job security/continuity
· An environment in which workers are supported by an accessible supervisor who
provides timely feedback as well as congenial team members
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· Flexible benefits, such as child-care and exercise facilities
· Up-to-date technology
· Competitive salary and opportunities for promotion
Probably the most important point to bear in mind when considering job satisfaction
is that there are many factors that affect job satisfaction and that what makes workers
happy with their jobs varies from one worker to another and from day to day. Apart from
the factors mentioned above, job satisfaction is also influenced by the employee's
personal characteristics, the manager's personal characteristics and management style, and
the nature of the work itself. Managers who want to maintain a high level of job
satisfaction in the work force must try to understand the needs of each member of the
work force. For example, when creating work teams, managers can enhance worker
satisfaction by placing people with similar backgrounds, experiences, or needs in the
same workgroup.
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DATA ANALYSIS AND INTERPRETATION
1. “Satisfaction level with salary”
Table
Satisfaction level with salary in the Highly Satisfied Not satisfied
organization Satisfied
%age 10 70 20
Graph
70
60
50
40
30 % of respondents
20
10
0
HighlySatisfied satisfied Not satisfied
Interpretation
The table shows the satisfaction level with the salary received by an employee within the
organization. From the data collected it can be analyzed that 10% are Highly satisfied
70% are satisfied & 20%are not satisfied respectively towards benefits received from the
organization.
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2. “Level of satisfaction with the additional benefit”
Table
Level of satisfaction with the additional Highly Satisfied Not satisfied
benefits Satisfied
%age 16 56 28
Graph
60
50
40
30
20
% of respondent
10
0
Highly satisfied Not
Satisfied satisfied
Interpretation
This table shows the satisfaction with additional benefits received by an employee within
the organization. From the data collected it can be analyzed that 16% of employees are
Highly satisfied, 56% are satisfied and 28% are not satisfied respectively in case of
additional benefits received from the organization.
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3. “ Level of satisfaction with working condition ”
Table
Level of satisfaction with working Highly Satisfied Not satisfied
condition Satisfied
%age 24 64 12
Graph
70
60
50
40
30 % of respondent
20
10
0
HighlySatisfied satisfied Not satisfied
Interpretation
This table shows the satisfaction level with working condition within the organization.
From the data collected it can be analyzed that 24%areHighly satisfied, 64% are satisfied
and 12% are not satisfied respectively towards working condition within the organization.
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4.“Are you satisfied with the present position in your company”
Table
Are you satisfied with the present Highly Satisfied Not
position in your company Satisfied Satisfied
%age 30 62 8
Graph
70
60
50
40
30
% of respondent
20
10
0
Highly Satisfied Not satisfied
Satisfied
Interpretation
This table shows the satisfaction level with present position within the organization. From
the data collected it can be analyzed that 30%areHighly satisfied, 62% are satisfied and
8% are not satisfied respectively towards working condition within the organization
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5. “level of satisfaction regarding the working environment”
Table
level of satisfaction regarding the Highly Satisfied Not
working environment Satisfied Satisfied
%age 32 62 6
Graph
70
60
50
40
30 % of respondent
20
10
0
satisfied NotHighly
Satisfied satisfied
Interpretation
This table shows the satisfaction level with regarding the work environment in the
organization. From the data collected it can be analyzed that 32%areHighly satisfied, 62%
are satisfied and 6% are not satisfied respectively towards working condition within the
organization.
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6. Are you satisfied with your working hours?
Table
Highly Satisfied Not
level of satisfaction regarding the Satisfied Satisfied
working hours
%age 28 62 10
Graph
70
60
50
40
30
% of respondent
20
10
0
Satisfied Not satisfiedHighly
Satisfied
Interpretation
This table shows the satisfaction level with working hours within the organization. From
the data collected it can be analyzed that 28%are highly satisfied, 62%are satisfied and
10% are not satisfied respectively towards working hours within the organization.
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7. Do you have any other source of income
Table
Do you have any other Yes No source of income
%age 8 92
Graph
100
80
60
40
% of respondent
20
0
Yes No
Interpretation
This table shows the8% employees have other source of income and 92% of employees
does not having any other source of income.
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8. “Satisfaction level with company pay over time allowances”
Table
satisfaction level with company pay Highly Satisfied Not
over time allowances Satisfied satisfied
%age 14 66 20
Graph
70
60
50
40
30 % of respondent
20
10
0
satisfied NotHighly
Satisfied satisfied
Interpretation
This table shows the satisfaction level with the over time allowances provided by the
organization. From the data collected it can be analyzed that 14% are Highly
satisfied,66% are satisfied and 20% are not satisfied respectively towards the over time
allowances provided by the organization.
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9. “Level of satisfaction with the relationship existing with subordinates and
superiors”
Table
Level of satisfaction with the Highly Satisfied Not
relationship existing with subordinates Satisfied satisfied
and superiors
%age 38 46 16
Graph
50
40
30
20 % of respondent
10
0
Satisfied Not satisfiedHighly
Satisfied
Interpretation
This table shows the satisfaction level with the relationship existing with subordinates
and supervisors within the organization. From the data collected it can be analyzed that
38% are highly satisfied, 46% are satisfied and 16% are not satisfied respectively towards
with the relationship existing with subordinates and supervisors within the organization.
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10. “Level of satisfaction with the job security in the organization”
Table
Level of satisfaction with the job Highly Satisfied Not
security in the organization Satisfied satisfied
%age 28 42 30
Graph
50
40
30
20 % of respondent
10
0
Highly satisfied Not
Satisfied satisfied
Interpretation
This table shows the satisfaction level with the job security within the organization. From
the data collected it can be analyzed that 28% are highly satisfied, 42% are satisfied and
30%are not satisfied respectively towards the job security in the organization.
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11. “How much you satisfied with the culture practiced in the organization”
Table
How much you satisfied with the Highly Satisfied Not satisfied
culture practiced in the organization Satisfied
%age 30 58 12
Graph
60
50
40
30 Highly Satisfied
20
Satisfied
Not satisfied
10
0
Satisfied Not satisfiedHighly
Satisfied
Interpretation
This table shows the satisfaction level with culture practiced within the organization.
From the data collected it can be analyzed that 30% are highly satisfied, 58% are satisfied
and 12% are not satisfied respectively towards with culture practiced in the organization.
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12. “Satisfaction level with the relation with peers”
Table
Satisfaction level with the relation Highly Satisfied Not
with peers Satisfied satisfied
%age 56 14 30
Graph
60
50
40
30
% of respondent
20
10
0
Highly satisfied Not
Satisfied satisfied
Interpretation
This table shows the satisfaction level with the relation with peers within the
organization. From the data collected it can be analyzed that 56% are highly satisfied,
14% are satisfied and 30% are not satisfied respectively towards with the relation with
peers within the organization.
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13. “Satisfaction level with the training provided by the organization”
Table
Satisfaction level with the training Highly Satisfied Not
provided by the organization Satisfied satisfied
%age 16 72 12
Graph
80
70
60
50
40
30 % of respondent
20
10
0
Satisfied Not satisfiedHighly
Satisfied
Interpretation
This table shows the satisfaction level with the training provided by the organization.
From the data collected it can be analyzed that 16% are highly satisfied72% are satisfied
and 12% are not satisfied respectively towards the training provided by the organization.
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14. “Satisfaction level with the recognition by management in the
organization”
Table
Satisfaction level with the Highly Satisfied Not
recognition by management in the Satisfied satisfied
organization
%age 19 67 14
Graph
70
60
50
40
30 % of respondent
20
10
0
satisfied Not satisfiedHighly
Satisfied
Interpretation
This table shows the satisfaction level with recognition by management i within the
organization. From the data collected it can be analyzed that 19% are highly satisfied,
67% are satisfied and 14% are not satisfied respectively towards recognition by
management in the organization.
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15. “Satisfaction level with the innovative practices/technology, employed
in the organization”
Table
Satisfaction level with the innovative Highly Satisfied Not
practices/technology, employed in Satisfied satisfied
the organization
%age 14 56 30
Graph
60
50
40
30
% of respondent
20
10
0
Highly satisfied Not
Satisfied satisfied
Interpretation
This table shows the satisfaction level with the innovative practices/technology,
employed within the organization. From the data collected it can be analyzed that 14%
are highly satisfied, 56% are satisfied and 30% are not satisfied respectively towards the
innovative practices/technology, employed in the organization.
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16. “Satisfaction level with the amount of leave offered in the organization”
Table
Satisfaction level with the amount of Highly Satisfied Not
leave offered in the organization Satisfied satisfied
%age 18 54 28
Graph
60
50
40
30
20 % of respondent
10
0
Highly satisfied Not satisfied
Satisfied
Interpretation
This table shows the satisfaction level with amount of leave offered within the
organization. From the data collected it can be analyzed that 18% are highly satisfied,
54% are satisfied and 28% are not satisfied respectively towards amount of leave offered
in the organization.
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17. How much are you satisfied with the communication system of your organization
Table
Satisfaction level with the amount of Highly Satisfied Not
leave offered in the organization Satisfied satisfied
%age 41 42 18
Graph
50
40
30
20 % of respondent
10
0
satisfied Not satisfiedHighly
Satisfied
Interpretation
This table shows the satisfaction level with communication system within the
organization. From the data collected it can be analyzed that 41% are highly satisfied,
42% are satisfied and 18% are not satisfied respectively towards benefit received from the
organization.
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18. How much are you satisfied with the company’s policies?
Table
How much are you satisfied Highly Satisfied Not
with the company’s policies Satisfied satisfied
%age 10 68 22
Graph
70
60
50
40
30 % of respondent
20
10
0
satisfied Not satisfiedHighly
Satisfied
Interpretation
This table shows the satisfaction level with company policies within the organization.
From the data collected it can be analyzed that 10% are highly satisfied, 68% are satisfied
and 22% are not satisfied respectively towards company policies from the organization.
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19. “Satisfaction level with the incentives provided by the organization
Table
Satisfaction level with the incentives Highly Satisfied Not
provided by the organization Satisfied satisfied
%age 8 38 54
Graph
60
50
40
30
% of respondent
20
10
0
Highly satisfied Not
Satisfied satisfied
Interpretation
This table shows the satisfaction level with the incentives provided by the organization.
From the data collected it can be analyzed that 8% are highly satisfied, 38% are satisfied
and 54% are not satisfied respectively towards the incentives provided by the
organization.
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20. “Satisfaction level with physical environment of the organization”
Table
Satisfaction level with physical Highly Satisfied Not
environment of the organization Satisfied satisfied
%age 32 53 15
Graph
60
50
40
30
% of respondent
20
10
0
Highly satisfied Not satisfied
Satisfied
Interpretation
This table shows the satisfaction level with physical environment within the
organization. From the data collected it can be analyzed that 32% are highly
satisfied, 53% are satisfied and 15% are not satisfied respectively towards
physical environment of the organization.
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FINDINGS
 The success of every organization depends on the employee is satisfied the most;
the performance will be up to the satisfactory level. Here most of the employees
are having satisfaction of their work.
 Job can be always performed to a satisfactory level, if all the adequate information
is available to the employees. Here most of the employees are satisfied with the
channel of the communication & information low with team work & cooperation,
any difficult work can be done with ease. But there is little ambiguity present in
the employees about the communication to the superiors/ supervisors in the work
place.
 Authority and delegation are the decentralized process which gives equal
responsibility to each and every employee. In the organization most of the
employees are satisfied with their work load in organization & they are clear
about their roles & responsibilities, also the every department having their own
superiors for better guidance.
 Training gives the employees more skills to the work effectiveness & efficiency.
In the organization many of the employees felt that training is much more needed.
i.e 20% of the non- technical employees & 10% of technical employees felt the
training is not adequate.
 The financial package paid to an employee for the service he has rendered
remuneration if considered to be more by an employee may always lead to more
productivity. So in short we can link remuneration with job satisfaction. So the in
organization the dissatisfaction level is less than 16&20% respectively with non
technical & technical employees, so it leads to effectiveness of the organization.
 The working conditions are one of the factors which are related to the satisfaction
of the employees. Here the most of the employee’s i.e 87& 90% respectively with
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non technical & technical employees are very much satisfied about the working
environment.
 Benefits are the one of the factor, which will leads to the productivity of the
employee. in this organization, the employees are much satisfied with the benefit
package.
 Recreational facilities rejuvenate the employees working capacity and helps in
productivity. In the organization this recreation is good but not up to very much
satisfied level.
 Highest number of respondents think that better growth prospects is the most
important factor exiting of the job. Most of the respondents also felt that need for
increased responsibility is the most influential factor for quitting a job.
 The highest number of respondents perceives their job related aspects at par with
the other colleague in the company.
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SUGGESTIONS
 Provision of reasonable wages plays an important role in improving the standard
of living. This single factor is important for a worker than any other. So, the
company must provide adequate wages to the workers.
 The company should providing additional benefit like transportation, incentives,
its will helps to employees to work effectively.
 Systematic planning reduces hurdles at workplace and it ensures smooth flow of
work methods. So, the present method of planning the work would be maintained
as before to attain the goals very effectively
 Management should recognize talents and encourage them to grow in the
organization
 Organization should try to adopt certain measures to enhance team spirit and co-
ordination among the employees.
 Employees performance should be appraised from time to time so that
organization can come to know about the efficiency of the organization
 Adopt modern technology which is highly competitive
 Performance based rewards and recognitions
 Organization can try and increase the level of workers participation in decision
making.
 More attention should be given for overall development of employees welfare
facilities
 Organization can motivate individual through proper counseling and guidance
 Organization may consider for arranging transportation facilities
 Reduce working hours at least by 30 min to 1hour to motivate the employees
 Overtime allowances are sometimes resourceful factors for organizational value
and its hike factors
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CONCLUSION
Findings and suggestion are based on the survey conducted and these points are to
be looked into and steps are to be taken in this regard for higher growth.
Job satisfaction is a positive approach about one’s job resulting from an evaluation
of its characteristics. Job satisfaction represents an attitude rather than behavior. They
believe that satisfied employees are more productive than dissatisfied has been a basic
tenet. A person with a high level of job satisfaction holds positive feelings about the job.
When people speak of the employee attitudes more often than not they mean job
satisfaction.
It is very tough job for HR department to ensure job satisfaction among staff.
Employees will not be just happy with pay cheque, a good position and prestige.
They also want a constant feeling of well being, demand better work & family life
balance, and look to the organization for fulfilling even their community needs. These
highlighted expectations result in dissatisfaction, and finds true job happiness remains an
unfulfilled dream all the job hopping not withstand.
Thus the overall job satisfaction of employees at Bharathi Associates is very high.
The employees at Bharathi Associates have a very good high regard and respect towards
the company’s image and future of the organization.
From the previous chapter data we can conclude that most of the employees were
satisfied with the under shown areas,
· Salary
· Benefits
· Workload
· Culture practices of the company
· Incentives
· Job security
· Working hours
· Working environment
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BIBLIOGRAPHY
Pattanayak Human Resource Management- Third Edition
V.S.P. Rao Human Resource Management- Second Edition
S.S.Khanka- S. Chand Organizational Behavior – Third Revised Edition 2005
· www.google.com
· www.wikipedia.com
· www.bharathiassociates.com
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ANNEXURE
Dear Sir/ Madam,
I am Suneetha, IV semester M.B.A, student of HRIHE, HASSAN, doing my
project work entitled “Level of Employee Job Satisfaction in Bharathi Associates
HASSAN”. So I request you to give me your valuable feedback on questionnaire. The
information will be kept confidential and used for academic purpose only.
NAME: ………………………………………….
AGE: ……………………………….
GENDER: …………………………………….
MARITAL STATUS…………………………..
1) The level of satisfaction with the salary
1) Highly Satisfied [ ] 2) Satisfied [ ] 3) Not satisfied [ ]
2) The level of satisfaction with the additional benefit
1) Highly Satisfied [ ] 2)Satisfied [ ] 3)Not Satisfied [ ]
3) The level of satisfaction with working condition
1) Highly Satisfied[ ] 2) Satisfied[ ] 3)Not satisfied [ ]
4) Are you satisfied with the present position in your company?
1) Highly satisfied [ ] 2) Satisfied [ ] 3) Not satisfied [ ]
5) What is your level of satisfaction regarding the working environment
1) Highly satisfied [ ] 2) Satisfied [ ] 3) Not satisfied [ ]
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6) Are you satisfied with your working hours
1) Highly satisfied[ ] 2) Satisfied[ ] 3) Not satisfied [ ]
7) Do you have any other source of income
1) Yes [ ] 2) No [ ]
8) Are you satisfied with the over time allowances
1) Highly satisfied[ ]2) Satisfied[ ] 3) Not satisfied
9) Are you satisfied with the relationship existing with subordinates and superiors
1) Highly satisfied[ ] 2) Satisfied[ ] 3) Not satisfied[ ]
10) Are you satisfied with the job security in the organization?
1) Highly satisfied [ ] 2)Satisfied [ ] 3) Not satisfied [ ]
11) How much you satisfied with the culture practiced in the organization
1) Highly satisfied[ ] 2) satisfied[ ] 3) Not satisfied [ ]
12) How much are you satisfied with the relationship with your peers
1) Highly Satisfied[ ] 2)Satisfied [ ] 3) Not Satisfied[ ]
2)
13) How much are you satisfied with the training provide to you with the
organization
1) Highly satisfied[ ] 2) Satisfied[ ] 3) Not satisfied
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14) How much are you satisfied with the recognition by management
1) Highly satisfied[ ] 2) Satisfied [ ] 3) Not satisfied
15) How much you are satisfied with the innovative practices/technology, employed
in the organization
1) Highly Satisfied[ ] 2)Satisfied [ ] 3)Not Satisfied [ ]
16) . Are you satisfied with the amount of leave offered in the organization
1) Highly Satisfied[ ] 2)Satisfied [ ] 3) Not Satisfied[ ]
17) How much are you satisfied with the communication system of your
organization
1) Highly Satisfied[ ] 2)Satisfied [ ] 3)Not satisfied [ ]
18) How much are you satisfied with the company’s policies?
1) Highly Satisfied [ ] 2) Satisfied [ ] 3) Not Satisfied [ ]
19) How much Satisfied with the incentives provided by the organization
1) Highly Satisfied[ ] 2)Satisfied [ ] 3)Not Satisfied [ ]
20) How much you Satisfied with physical environment of the organization
1) Highly Satisfied[ ] 2)Satisfied[ ] 3)Not Satisfied [ ]
…………………………………………………………………………………Signature
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